Tele-eligible Considerations Checklist

Employee Name (Last, First, Middle)	Employee Identification Number	Position Number	Department
State Role Title	Working Title	Supervisor
EMPLOYEE CONSIDERATIONS FOR THE SUPERVISOR	NOTES
How often is the supervisor needed to troubleshoot problems, answer questions, or provide direction to the employee? Can this direction be provided over the phone or email?
Does the employee have the technology, including a JMU provided and configured computer and remote access approval, required to perform work at the alternate work location? If No, is the department prepared to provide it?
Does the employee have a complete understanding of the job duties and performance expectations?
Is there work that can be done during authorized university closings due to emergencies?
Can the employee work in a self-directed manner in order to manage their time and work?
Does the employee regularly demonstrate that their approach to work is effective? Does the employee regularly meet established deadlines?
POSITION CONSIDERATIONS	NOTES
Consider the purpose of the position and the nature of work performed as described in the position description. Is the work performed primarily information or service-based?
Approximately what percentage of time is allocated to performing responsibilities which would require the employee to be present at the central workplace?
Does the work require ongoing access to equipment, software applications and and/or files that can only be accessed at the central workplace? Contact JMU Information Technology for guidance upon signing the Telework Agreement.
Is the employee currently assigned JMU provided and configured electronic devices?
Approximately what percentage of time is allocated to face-to-face contact with colleagues and customers?
Does the nature of the work require that the employee work and resolve routine problems independently?
SUPERVISORY CONSIDERATIONS	NOTES
Approximately what percentage of time is spent face-to-face with the employee?
How is the employee’s work monitored to ensure that tasks are being completed?
Has the expectation to work during authorized university closings due to emergencies been explained to the employee?
How do you supervise the employee when you think supervision will improve results?
How does the employee report hours worked and request time away from work?
Does anyone monitor the employee’s performance if you are absent from the workplace for a day, week, or longer?
How do you plan to effectively supervise the employee working from an alternate work location?

DECISION
☐ Position and employee are eligible for full-time telework. (Employee works their entire work schedule from the alternate work location(s) documented in the telework agreement.)
☐ Position and employee are eligible for part-time telework. (Employee consistently works 32 hours or more per month, typically one to two days per week, from the alternate work location(s) documented in the telework agreement.)
☐ Position and current employee are NOT eligible for telework.
Supervisor Signature	Date

The Tele-eligible Considerations Checklist is retained in departmental files only.